Employee conflicts: The sooner solved, the better. Right? Not so fast. Read on to find out the surprising reason why you shouldn’t rush to patch things up as fast as you possibly can.
Yesterday, we looked at 4 tips for effectively referring workplace disputes. Here’s a few more:
5. Ask each party to identify actions that the other could take to resolve the conflict. If the parties identify their desired outcomes in a hostile way, restate their positions in a more positive manner.
“Edit their script,” says professional mediator Jeffrey Krivis, author of the 2006 reference on the topic, Improvisational Negotiation. “Literally [give] them words to see their options.” Then draft (orally or on paper) what the parties agree to do.
5 must-have tips for improving employee relations and resolving disputes
6. Don’t resolve the conflict too quickly, Krivis also suggests. A quick settlement often leads to doubts by the parties about the outcome, and a feeling that “someone’s pulled the wool over my eyes.”
7. Use managerial power to promote a settlement. Tell the parties that you expect them to work this out, but that if this disruption continues, disciplinary action will be taken against both sides.
8. Set a follow-up meeting to monitor progress on the agreement.
Conflict-resolution webinar next Monday — sign up today!
And, finally, realize two important things:
1. Workplace conflicts almost never blow over by themselves – they only get worse.
2. Some conflicts can never be resolved. The best you can do is separate the parties within the organization … or from the organization.
No one wants to work in a contentious environment, but no workplace can ever be 100% conflict-free.
Fortunately, your supervisors can be a valuable resource for identifying and defusing problem spots before they explode into full-blown conflicts that can destroy morale and productivity — or, even worse, trigger lawsuits against your organization.
Gather up your supervisors and join us next Monday, July 18, for an in-depth discussion of the 5 steps managers can put in motion to identify and effectively resolve workplace conflicts.
You and your supervisors will learn:
- How to effectively mediate squabbles so that everyone leaves the table satisfied
- The 3 things your supervisors might be doing to spark workplace conflicts — without even realizing it
- The common types of conflicts your supervisors are likely to encounter in the workplace
- Key questions supervisors should be prepared to ask employees when trouble starts brewing
- How to effectively interpret vocal tone, comments, and actions that can provide early cues to potentially disruptive future behaviors
Best practices for mediating disputes among coworkers — so supervisors maintain neutrality and don’t breed suspicions of bias
- Tell-tale signs that it’s time to escalate a matter to get HR (or legal counsel) involved
- The key leadership and management traits shared by managers who have turned problem-makers into problem-solvers
Download your free copy of Employee Orientation: How To Energize, Integrate, and Retain Your Newest Hires today!